These days, it seems that everyone says they want change. However, the fact is that those asking for it might not be as open to the idea as they want others to think. The number dwindles even more when considering who wants to lead the process. No matter how you slice and dice it, improving outcomes aligned with change relies on the dreaded “A” word – accountability. It doesn’t have to be this way, though. Success hinges on a leader’s ability to help others see the value in accountability as a growth mechanism, not an “I gotcha.” A vision, mission, and strategic plan only come to fruition when this piece is in place.
Let’s examine this fact a bit more closely. Accountability for growth is a cornerstone of effective organizations, and districts and schools are no different. When teachers and administrators are held accountable for their actions and outcomes, it drives performance, innovation, and continuous improvement. At a systems level, instilling a culture of accountability requires a comprehensive approach that involves clear goals, regular feedback, and supportive leadership.
Goals
One key strategy for instilling accountability is to establish clear and measurable goals. Research suggests that specific, measurable, achievable, relevant, and time-bound (SMART) goals can significantly improve performance and motivation (Locke & Latham, 1990). When goals are well-defined and understood, individuals and teams are more likely to take ownership of their work through reflective action and strive to achieve them.
Feedback
Regular feedback is another critical component of a culture of accountability, a fact I discussed in detail in Disruptive Thinking. Constructive feedback helps individuals understand their strengths and gaps in practice and provides opportunities for growth and development. According to Hattie (2009), feedback is one of the most powerful influences on learning and achievement. By providing timely and specific feedback, leaders can empower individuals and teams to improve their performance and stay on track.
Leadership
Leadership plays a crucial role. Effective leaders create a culture where accountability is valued and rewarded. They set a strong example by holding themselves accountable for their own actions and decisions. Additionally, as I articulated in Digital Leadership, they empower their people by providing them with the resources, support, and autonomy they need to succeed. Transparency cannot be overstated. As I shared in a previous post, leadership is not just about providing direction—it's about creating a culture where trust thrives, decisions are transparent, and every voice is empowered to contribute to the bigger vision.
Districts and schools can implement systems and processes that promote transparency and shared responsibility. For example, regular learning walks, performance check-ins, and progress updates can help to keep everyone aligned and focused on common goals. Additionally, using data and analytics to track progress and identify areas for improvement can provide valuable insights and drive accountability.
Achieving growth accountability at the systems level necessitates a comprehensive strategy that includes well-defined expectations, continuous feedback, strong leadership support, and efficient systems and processes. Strong leadership is essential for creating a culture of accountability. Leaders must set the tone by modeling the behaviors they expect from their people. They must also provide the resources and support that individuals and teams need to succeed. Additionally, leaders should celebrate successes and provide constructive feedback to help individuals and teams improve.
Hattie, J. (2009). Visible learning: A synthesis of over 800 meta-analyses relating to achievement. Routledge.
Locke, E. A., & Latham, G. P. (1990). A theory of goal setting & task performance. Prentice Hall.
